Understanding Generation Y Needs: Training and Development - Article Example

The paper "Understanding Generation Y Needs: Training and Development" is a perfect example of a management article review.The mindset of Gen Y is changing. To define them a little better, Generation Y is composed of 14 to 24 years old. They seem to come from a different place, influenced by their own unique factors and managing and training them to seem to be too difficult. The problem of unemployment is hardly faced by this generation. They choose their employers and workers. Money is not all that matters.

If the work and the workplace do not make sense to them, they quit. They can not afford to be poorly treated even publically. Just for the sake of a paycheck, they won’t stay with the organization. The managers want their subordinates to go that extra mile for the team. The aged managers sometimes look out of place by their younger blood people; they treat and take each other as they are from different planets. The key lies in treating them well; be the employees of any generation. If the company cares for its people, the people will care for it.

The personal and professional objectives can be one and the same and conflict of interests will be avoided. The definition of effective training has evolved and is different for each organization. It isn’t a consumer item. It is a type of service that needs to be linked to and has to tailor-made for your workplace. It is to be based on the business purpose and try to remove the loopholes. Let’s take the example of ESPN: how they manage their work pool. They indulge in GenY specific training by conducting open communication forums called “Clearings”.

The employees can freely voice their problems and internal and external obstacles they are facing to grow and succeed in the organization. The rules that are followed for such an open communication forum: 1. Issues expressed must be respected- the employees are encouraged to freely articulate their feelings. The person criticized must respond with empathy and promise to improve the working relationship. 2. Positive comments are encouraged- clearings also provide an opportunity to the superiors as well as subordinates to appreciate each other’s positive behavior and accomplishments. 3. Plans of action must be created- the meetings should follow the clearing sessions so that the team leaders and supervisors can better manage the team, create two-way communication and work towards achieving the goals.

The communication between Intra and inter departments has improved considerably. It reduces passive dissatisfaction among disgruntled employees. The other strategies that are aggressively being followed are flexible work hours, appreciation for innovative thinking and contributions. Training Trends The most recent news of what is happening in the field of training and development can be obtained from the seminars. Insight was gained by being a part of American society for Training and Development (ASTD) conference.

Some of the trends emerging and finding their world in today’s modern world are: Multimedia and Online Training: though the current strategy is to provide training in CDs, web based training (WBT) is not much lagging behind. The organizations purchase a set of online courses from these training agencies to be offered internally. These web based training are generating newer sub-conversations, e.g., Electronic Performance Support Systems (EPSS) that is effective for the interaction between the people and the software.

The new move that is being researched is that online training should include a live instructor and peer interaction. Performance Consulting: the traditional training approach where trainer-led, generic classes are the only solutions to organizational challenges and opportunities are constantly losing its importance. The newer approach includes in-depths analysis through interviews, surveys, and focus groups. The large and modern group processes are coming into the picture. The training is not one size fits all approach, but it is now custom made in view of the needs of the individual organization.

Performance Management: the field of Human resources is undergoing a tremendous change. The training and development are being integrated into a completely new branch performance management system. The frequency of feedback is increasing and the firms are moving away from the regular appraisal or performance review generally held once a year. The feedback, popularly known as 360-degree feedback is more balanced and provide an all-round set of observations for the employee. The employee can continuously engage himself in the development of his skills and talents.

Performance Management plans now tend to integrate theory and practice. The plan involves learning activities such as project work, teamwork, and skill-enhancing assignments. Conclusion Traditional Classroom training is losing its importance. The newer trend is training CDs, email classes and integrated online process which combines instructor teaching with the online matter.